Masters Degrees (Graduate School of Business and Leadership)

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Investigating leadership styles on maintenance employees’ performance at the Department of Infrastructure Development in Gauteng.
(2024) Manciya, Lulama Wiseman.; Chummun, Bibi Zaheenah.
This research study explored the impact of different leadership styles on the performance of employees in the health maintenance branch of the Department of Infrastructure Development (DID) in Gauteng. Organizations operate in volatile, uncertain, complex, and ambiguous times, therefore, there is a need for effective leadership styles to deliver quality services to the communities and ensure employees perform at their best. Effective leadership styles not only enhance employee performance but also keep employees motivated and eager to learn and do more for their organization. The literature analysis conducted focused on the development of the leadership theory and the different leadership styles. Factors affecting employee performance were analysed, and the way leadership styles affect employee performance in the modern world were evaluated. The conceptual framework included five leadership styles (independent variables) and employee performance (dependent variable). The study investigated autocratic, democratic, laissez-faire, transformational, and transactional leadership styles, and their impact on employee performance at DID. A quantitative research method was adopted for this study with a sample size of 80 employees across six regional offices and five academic maintenance hubs. There were 73 respondents, resulting in a response rate of 91.25%. The research information was collected utilizing structured questionnaires (with a 5-point Likert scale) delivered and collected from the respondents. Descriptive statistics and inferential statistical methods on the Statistical Package for Social Sciences (SPSS) software (Version 29) were utilized for the data analysis. This research provides senior management at DID with effective and impactful leadership styles managers should exhibit to inspire, motivate, and get employees in the health maintenance branch to improve their performance. An improved employee performance is key for the department to professionalize the public service, improve service delivery, and achieve organizational goals. The research findings indicated that transformational and transactional leadership styles correlate strongly and positively with employee performance. The performance of employees whose regional head exhibits transformational and transactional leadership traits increases substantially. Even though the autocratic and democratic leadership styles positively affect employee performance, they have a much lesser impact than transformational and transactional leadership styles. On the other hand, the laissez-faire leadership style negatively affects employee performance at DID health maintenance branch.
Examining the challenges experienced by women in senior leadership positions in a retail organisation in South Africa.
(2024) Ramouthar, Diana Elaine.; Proches, Cecile Gerwel.
In many organisations across the world, women are underrepresented in leadership and executive roles in comparison to their male counterparts. Roles that are responsible for driving the strategy, vision and top-level decision making are predominately occupied by men. The general perception in most organisations is that female characteristic traits are more nurturing, compassionate and gentle, while, male characteristic traits tend to be dominating, strong, forceful and assertive which can lead to differences in the way that they lead and operate. Females are or may become mothers which may affect their availability and the demands of the job. These perceived differences and views can influence the decision to promote, develop and support more females into senior leadership roles within organisations. The aim of the study was to examine the challenges women in senior leadership positions in a retail organisation in South Africa experience. A qualitative research study approach was used, and participants were purposefully selected to obtain an in-depth understanding of their lived experiences and their challenges. Semi-structured interviews were conducted with 13 women who were in senior leadership positions (Vice President and Executive roles). Thematic analysis was utilised in the study and the data was categorised according to the themes that emerged from the study. The study identified the personal, cultural and organisational challenges experienced by women in senior leadership positions. The study highlighted challenges in hiring practices that did not have equitable representation of female candidates, lack of leadership training and development opportunities, lack of female advocacy by both male and female leaders in the organisation and struggles with having their voices and opinions considered. Cultural expectations of women in South Africa relating to their households, children and family related matters as well as the lack of support from the organisation led to the sacrificing of career advancement and opportunities. The organisation could implement equitable representation in its interview and promotion process, formal mentorship, allyship and female advocacy programmes and flexible work-life policies to address the challenges highlighted and better leverage the talent in its female employees and leaders.
Examining the relationship between executive remuneration and company performance of retail companies listed on the Johannesburg Stock Exchange Limited.
(2024) Mukosi, Daisy; Chasomeris, Mihalis Georgiou.
Executive remuneration is a contentious subject in the South African private sector and globally and is a significant concern for the public, shareholders, and policymakers. There is considerable outcry from the public, government, and media over the pay-for-performance schemes for executives. The uproar is focused on the subsequent disproportionately higher salaries and bonuses they earn (executives) compared to employees in the same organisation. This research study explored the relationship between executive pay and company performance for South African retail companies listed on the JSE. The agency theory was used to understand the underpinnings of the relationship between executive remuneration and company performance indicators. Company performance was assessed using total assets, turnover, earnings before interest taxation and amortisation (EBITDA) and earnings per share (EPS). The study focussed on 16 retail companies that met the inclusion criteria. An Excel dataabstraction tool collected data on short-term executive pay and company performance measures from the selected companies' integrated annual reports. The integrated annual reports were accessed online through the McGregor Bureau for Financial Analysis and the Bloomberg database from the KwaZulu-Natal Library. The analysis comprised descriptive statistics, Spearman’s correlation and multiple regression methods. From the integrated annual reports, all selected companies adhered to South African corporate governance guidelines on public disclosure of executive compensation. Each company had independent non-executive directors who proposed compensation packages for the executives and senior management. From Spearman’s correlation analysis, executive remuneration and total assets, turnover, and EBITDA had a weak to moderate positive correlation. Executive remuneration had a weak negative correlation with EPS. Furthermore, the multiple regression analysis established a statistically significant relationship between executive pay and EBITDA (p < 0.05). These findings provide valuable insights into the ongoing discussion on the appropriateness and effectiveness of performance-based remuneration strategies in South African JSE-listed retail companies. Implicitly, the study findings emphasise the need for careful consideration when selecting company performance measures to link with executive remuneration. Future research could provide more insights by exploring the connection between executive pay and nonfinancial company performance measures.
Exploring the challenges of female leaders in core leadership roles in a mining company in KwaZulu-Natal.
(2024) Xulu, Anele Goodenough.; Kanyangale, MacDonald.; Proches, Cecile Gerwel.
The mining industry is male-dominated, and females experience challenges working and advancing to leadership positions, particularly in core leadership roles. These core roles include engineering, metallurgy, geology, artisanship, mechanics, and technicians. The objective of this qualitative study was to identify the challenges and explore how female leaders in core leadership roles manage these challenges, as well as the type of support they receive in a mining company in KwaZulu-Natal, South Africa. The target population in this phenomenological study was 21 women who were in middle to executive-level management positions in core roles. Purposive sampling was used to select 13 participants for the study. Data was collected using semi-structured virtual interviews and analysed using thematic analysis and NVivo software to identify themes. First, the results revealed four themes that depict the challenges faced by female leaders in core mining roles: lack of a support structure, mistreatment, abuse by authorities, and being negatively stereotyped as women in the mining company. Second, the study identified three ways in which female leaders in core roles deal with challenges: adopting a predominantly situational leadership style, balancing the demands of motherhood and marriage with their work, and advocating for a better and safer working environment. Third, female leaders in the mining company received three types of support: management development in the form of non-technical training to help them fit, survive and lead in the mining workplace, mentorship and coaching, and anonymous reporting platforms. The study concludes that women still face challenges in leadership roles. Female leaders in core roles use the situational leadership style to navigate the challenges, and the mining company provides various management training to female leaders, as well as education on sexual harassment. The study calls for the mining company to automate certain parts of its operations to make it easier for women to operate machinery and perform physical labour. Additionally, mining companies need to address the lack of support from other women who have risen through the ranks. The study highlights recommendations for creating an environment where women feel welcomed and supported by the mining company. Areas for future research are suggested.
Exploring professionalism and business ethics of the financial advisors and compliance officers in Durban.
(2023) Ngcongo, Buyisiwe Angeline.; Kanyangale, MacDonald.
The objective of this exploratory qualitative study was to understand the nature of professionalism and business ethics of financial advisors and compliance officers in Durban, KwaZulu-Natal in South Africa. This qualitative study was conducted using qualitative detailed interviews with 12 experienced financial advisors and compliance officers in Durban. These 12 financial advisors and compliance officers were selected using judgemental or purposive sampling technique to explore the common types and nature ofunethical behaviours in their daily activities and their perceptions regarding existing ethicalchallenges they face in their responsibilities and organisations. Semi-structured interviews were utilised to gather in-depth data while thematic analysis was utilised to identity common themes amongst the participants with regard to the type and nature of common unethical behaviours, perceptions of existing ethical challenges and key elements which should constitute an effective ethical decision-making framework for financial advisors. First, the results of this study reveal that the common types and nature of unethical behaviours of financial advisors in Durban are product pushing, giving advice without holistic financial understanding of the client grounded in ethical conscience, unethical leadership exerting incessant pressure on financial advisors to sell at any cost or perish, and the failure of financial advisors to do due diligence and disclose fees and charges applicable to an investment. Second, the study found that the scope and variety of perceptions of financial advisors and compliance officers regarding existing challenges which they face in their responsibilities and organisations relate to conflict between personal interest and professional duty, continued distrust of financial advisors and the necessity to adhere to professional standards, exploiting clients’ lack of financial knowledge and awareness of ‘bad eggs’ and investing client funds without proper understanding of client goals and/or in breach of regulatory requirements. Lastly, the study proposes that the constitutive elements of a framework for effective and ethical decision making by financial advisors need to embrace treating customers fairly, demonstrate a financial advisor’s analytical mind, manage client risk assessment, build ethical relationships of trust, and become a technologically savvy financial advisor. Given the above findings, the study has proposed a framework of ethical decision making for effective financial advisors. The study concludes that the ethical and professional behaviour of financial advisors requirenot only organisational culture change modelled and promoted by ethical leadership, but also the pursuit of ethical processes of setting performance targets, rewards, recruitment and adequate supervision at both the employee and industry regulatory levels to reinforcestandards. Small sample size and exclusive focus on financial advisors and complianceofficers are the key limitations of this study; the results are not generalisable but can be transferred to a similar context. The areas for future research are highlighted in this study.
Internal audit function’s role in enhancing accountability at the University of KwaZulu-Natal.
(2023) Nyandeni, Sindisiwe Fortunate.; Yalezo, Bhasela.; Majola, Priscilla Xoliswa.
The role of higher learning institutions in social growth, teaching, and skills creation is of great importance, necessitating the implementation of solid corporate governance practices. An important principle of good governance is accountability, which ensures institutions function effectively and efficiently. Public service institutions and their employees are held responsible for their conduct and judgments, encompassing various aspects of performance such as fairness and accountable management of public funds. The lack of employee accountability relating to internal control increases the risk of inaccurate reporting, corruption, theft, fraudulent activities, and wasteful and fruitless expenditures. This research investigates the contribution of the internal audit function toward enhancing accountability at the University of KwaZulu-Natal (UKZN). The study aims to assess management's comprehension of the internal auditing function and identify challenges that hinder the enhancement of internal auditors' performance at UKZN. The researcher employed a qualitative approach in executing the study to attain the research goals. Semi-structured interviews were undertaken, and 80% of the targeted population participated in the research. The findings of the study showed that management understands accountability at UKZN and has mechanisms to promote accountability; however, they need improvement, as challenges were identified and need to be addressed. Key challenges experienced by management to improve accountability and performance of internal audit function (IAF) include lack of consequence management for non-performance, training, internal audit (IA) visibility, awareness, and tools to measure accountability. The study concludes by providing recommendations for improving the IAF’s effectiveness and enhancing accountability at UKZN.
Examining the relationship between financial literacy and debt management in eThekwini municipality employees.
(2024) Xolo, Priscila Bongekile.; Yalezo, Bhasela.
Every day, workers must make important decisions about investing portfolios, purchasing assets, and acquiring insurance. As a result of the financial markets making products more accessible without disclosing the risks involved, some workers wind up with a heavy workload. The purpose of the study was to examine the relationship between financial literacy and debt management in eThekwini municipality employees and to raise employee understanding of financial literacy and improve debt management skills. The quantitative research methodology used in scientific research was employed to conduct this study. The study's goal was to examine the degree of financial literacy and debt management among eThekwini municipality employees working in the Human Settlement and Transport Authority departments by using a questionnaire-based survey method. Non-probability sampling was used in the research, and respondents were chosen according to availability or convenience. Smart PLS4 and SPSS version 29.0 were used to analyse the data gathered from the answers. For the acquired quantitative data, the results display the descriptive statistics as graphs, cross-tabulations, and other figures. The study's findings were utilised to develop recommendations for the eThekwini municipality structures, with the aim of establishing employee beneficial financial literacy programs and preparing staff members for efficient debt management.
Exploring the role of Msinsi Holdings SOC Limited for community upliftment through tourism.
(2021) Ngubane, Portia Mbali.; Luthuli, Nomkhosi Hlengiwe.
Local community members are a very important stakeholder in rural tourism because they possesses key knowledge about the area they reside in. This is knowledge which can be key in the decisions taken during community development projects. Tourism is one of the biggest sectors which contributes to employment and the economy as a whole. This study explores the role of Msinsi Holdings SOC Limited (Msinsi), a state owned company located in KwaZulu- Natal, Hillcrest in uplifting the lives of communities situated within its operational areas, using tourism. Msinsi has five operational sites which have tourism functions, namely Albert Falls Dam, Bon Accorde Resort (both in Pietermaritzburg), Inanda Dam (Inanda), Nagle Dam (Cato Ridge) and Hazelmere Dam (Verulam) which are all situated in KwaZulu-Natal. These five Msinsi areas of operation, will be the focus of the study. The study was prompted by the fact that there are heritage sites and other tourist attractions in the communities where Msinsi operates, which Msinsi can use in collaboration with the community and other relevant stakeholders to boost their living conditions and the economy for those communities by providing income-generating opportunities. The study was conducted using an exploratory qualitative research approach and the respondents were selected using convenience sampling. The data was collected through indepth interviews and analysed using thematic analysis resulting in the identification of themes and patterns which were present in the data. The findings of the study reveal that there is a potential for Msinsi to play a bigger role in community upliftment using tourism. While Msinsi employs from the community, the jobs are usually of a temporary or contract basis, rather than permanent. Msinsi is also involved in Corporate Social Investment (CSI) initiatives which are mostly aimed at local schools. The study revealed that Msinsi is not involved in any CSI projects relating to the aged and disabled members of the community. The study further revealed that Msinsi does not collaborate with local businesses and that Msinsi has not fully explored the tourism products and services that are available within its areas of operation to be able to come up with initiatives that will make those products and services work for the community. In particular, Msinsi needs to review its community employment practices, partners and stakeholders, CSI Policy, the products and services available in its operational areas, to determine how these can be better used to unleash more benefits that will flow to the community and contribute to its development.
Digital platforms as a means to enhancing customer satisfaction at a South African commercial bank.
(2021) Ngcaweni, Maria Sinomhlobo.; Pelser, Theunis gert.
Entities place high reliance on the banking sectors for the safekeeping of their money. This is why customer centricity is at the core of the evolving banking industry that is confronted with fundamental transformation. Advanced technology and modern digital devices have allowed wholistic customer service delivery without reliance on face-to-face interaction with banking staff. The advancement of the internet and electronic communication has resulted in the creation of platforms that allow for the online sale of goods and services. Furthermore, globalization has resulted in normalizing cross border trade and banking transactions making digital banking a key consideration in executing business for commercial banking clients. Legacy infrastructure, culture, data availability and pricing, financial literacy of the consumer base and limited competition in the industry have however slowed down digital adoption by banks in South Africa (SA). Due to arguably extensive experience, operational procedures, and highly regulated industry South African banks have been kept thus far safely in business. The advent of the novel Coronavirus pandemic (COVID-19) has however introduced a new dynamic in how banks operate because banks have had to strengthen their digital platforms given the widespread lockdown restrictions. Market research has been used by the five major SA commercial banks, Standard Bank, First National Bank (FNB), Nedbank, Capitec and ABSA to assess client satisfaction and loyalty. The results of the research are then integrated into driving the strategic direction of the banks. Literature has demonstrated that the relationship between a bank and its customer fundamentally contributes to organisational growth. Customer service is becoming more important in the financial sector as banks integrate systems, resources, and infrastructure, while delivering superior products, service levels and convenience. Clients are increasingly describing satisfactory customer experience as real-time resolution of queries through preferred channels. Traditional financial institutions, instruments and markets are quickly becoming outdated and inadequate to service the gradually globally connected environment experiencing a fast-tracked number of high-frequency transactions. Artificial intelligence has the ability to ensure optimum usage of resources. Subsequently, the objective of this research is to investigate digital platforms at commercial banks as a means to satisfying customer service expectations.
Dealing with employee misconduct by presiding officers: towards a fair sanction at Umgeni Water.
(2023) Ngcobo, Zethu.; Mutambara, Emmanuel.
Anecdotal evidence would suggest a perception amongst employees that line managers/leadership often fail to deal with cases of workplace misconduct effectively, which has led to mishandling of cases, commonly referred to forums such as the Commission for Conciliation, Mediation and Arbitration (CCMA), where decisions are frequently reversed. No evidence was found that a study has been conducted before within the Umgeni Water (UW) organization on this subject, thus, in seeking evidence to address the main study purpose it was aimed to assess the processes and procedures used in concluding a fair sanction on employee misconduct at UW, establish who is entitled to preside over employee misconduct, and whether legal representations are allowed for either employer or employee at an internal disciplinary enquiry at UW. To achieve this, a qualitative study was conducted gathering data from a purposively determined sample size of 20, that was selected from a target population of 60. Data was gathered using semi-structured interview guide. The main findings revealed that the disciplinary procedure at Umgeni Water is characterised by bias, unfairness, and prejudice; as a result, decisions taken in most referred matters/cases are overturned by the CCMA or Labour Court. Furthermore, most presiding officers (POs) are found to be chosen randomly from a pool of managers to preside over a given disciplinary hearing and are unqualified to chair these hearings, as they lack training and expertise on basic labour law, resulting in inappropriate judgements. While legal representation is a constitutionally entrenched right for fairness and justice, employees were discovered to not be allowed this right during the disciplinary hearing, other than representation by Union workers, who are not well versed with labour law. In contrast, Umgeni Water may be allowed to outsource attorneys to chair such hearings, resulting in a huge imbalance. Many shortcomings regarding the management of employee misconduct were apparent from the research findings, thus, the study proposes Umgeni Water should train its POs on basic labour law, should comply with the dictates of relevant Acts and its Code of Conduct, and consider reviewing its policies and procedures regarding the issue of legal representation during internal disciplinary hearings. The organization should also seriously address gender imbalance and select POs based on merit. as well as considering a comprehensive reception of the Code of Conduct; as an innovative approach towards refining and enhancing compliance with ethical standards.
An investigation of the role of organizational structure on employee performance: the case of Bonakude Consulting.
(2022) Mtshali, Sakhile Simanga.; Mtembu, Vuyokazi Ntombikayise.
Organizational structure is a common foundation that can be a source of primary output. The purpose of this study is to assess the role of organizational structure in the performance of employees of a consulting firm, Bonakude. Understanding the role of structure in employee performance is important because it allows organizations to make strategic decisions that help them cope with the changing business environment. The study adopted a qualitative methodological approach using non-probability purposive and snowball sampling procedures to select a total sample size of nineteen participants from the target population of thirty-two, all based at Bonakude Durban Office. The email interviews provide a detailed account of a specific phenomenon and an individual's reality. The participants’ responded in their own time and space, giving the participants’ plenty of opportunity to respond to the questions. The research's goal and objectives were clearly explained through email, with information sheets being sent to all participants. Prior to receiving questions through email, the researcher supplied participants with informed consent letters, which they signed. The researcher analyzed the data using thematic analysis which is the qualitative method to analyze and report on the themes within the data. Thematic analysis was appropriate to this study because of its nature in identifying and understanding the knowledge and experience of the participants through examining the patterns present within the data According to the findings of the study, the organizational structure affects the performance of employees; a poor organizational structure result in low productivity, and demotivated staff, it affects worker morale, which affects their performance. Findings also revealed that a good organizational structure improves employee performance and stimulates people to work hard, leading to increased output. Therefore, management must obtain the skills to create organizational structures capable to improve staff morale. The study concludes that organizational structure has a significant effect on employee performance hence it is vital for organizations to pay attention to how they are structured. This study contributes to the existing literature in the field of organizational structure effectiveness. The study results are based on a practically evaluated current existing organizational structure.
The impact of coronavirus pandemic to small, medium and micro enterprises : a case of Umgungundlovu District Municipality.
(2024) Magaga, Iviwe.; Vilakazi, Blessing Fika Mlondi.
The aim of the study was to axamine the impact of Covid-19 pandemic on small, medium and micro enterprises (SMME’s), using Umgungundlovu District as a case study. In South Africa, SMMEs employ more than 80% of the workforce and have been integral towards the development of South Africa, employment creation and poverty alleviation. The Covid-19 pandemic, however, presented some opportunities and challenges to these SMMEs. Hence this study sought to examine the impact, challenges and opportunities faced by these SMMEs, as well as proffer recommendations on how SMMEs can be supported to deal with future unforeseen challenges such as Covid-19 pandemic. A qualitative approach was taken where data was gathered using semi-structured interviews and analysed using thematic analysis. A sample of 12 participants was selected from the target population that included SMME owners/managers in uMgungundlovu district of KwaZulu-Natal. The findings of the study highlight the impact of COVID-19 on SMMEs, revealing widespread closures and economic setbacks. The decline in SMMEs, particularly during Q3 2020, is a global trend. The study also highlights the interconnectedness of SMMEs with broader economic trends, with financial constraints and supply chain disruptions being major challenges. Opportunities for SMMEs during COVID-19 include the adoption of digital tools, social media marketing, and strategic alliances. However, challenges like the digital gap and the need for enhanced skills highlight areas for improvement. The findings emphasise the need for holistic support mechanisms and policy interventions to bolster SMMEs' resilience in post-pandemic recovery efforts. The study recommended providing targeted financial support, enhancing digital readiness, strengthening collaboration and networking, as well as developing crisis management strategies. Future studies were recommended to focus on the long-term effects of the pandemic on SMMEs, socio-economic impact of SMMEs, as well as resilience-building strategies for SMMEs.
Investigating the impact of artificial intelligence on human resource management in a manufacturing company in Durban, South Africa.
(2024) Rajcoomar, Avikar.; Chummun, Bibi Zaheenah.; Proches, Cecile Gerwel.
The study investigated the adoption, implementation, and impact of Artificial Intelligence (AI) in Human Resource Management (HRM) within a Durban, South Africa, manufacturing company. Following a qualitative research approach by conducting semi-structured interviews, the study, as per its research objectives, examines three areas: the current state of AI adoption, opportunities and challenges of implementation, and AI's impact on critical HRM functions. The study found that AI adoption in Durban's manufacturing industry is still in its early stages, with a significant technology deficit compared to global business. Three major areas of AI use was discovered: formalised recruitment and selection processes, administrative automation, and unofficial usage of generative AI tools by Human Resources (HR) professionals. The study found that adoption rates vary greatly depending on organisational size and resource availability, with large multinational corporations having higher implementation rates. Opportunities for AI applications include increased HR process efficiency, improved recruitment outcomes, and data-driven decision-making skills. However, challenges include concerns about accuracy and reliability, adherence to South Africa's Protection of Personal Information Act (POPIA), and cultural sensitivity. Ethical considerations were critical when implementing AI; Data protection, human oversight, and transparency in AI implementation are significant factors. The study revealed AI's considerable impact on four HRM functions: recruitment and selection, performance management, learning and development, and employee engagement. The shift from traditional monthly reviews to continuous, data-driven assessments marks a fundamental change in performance management approaches. The research emphasised the necessity of encouraging positive attitudes towards AI adoption through open communication, openness, and comprehensive training programs. The study contributes to understanding AI integration in HRM within South African manufacturing. It provides valuable insights for organisations planning to implement AI solutions while considering their unique contextual challenges and opportunities.
Evaluating the University of KwaZulu-Natal's support staff retention and career advancement strategy.
(2023) Kheswa, Vuyolwethu Collen.; Mtembu, Vuyokazi Ntombikayise.; Dubihlela, Jobo.
The study looked at the University of KwaZulu-Natal's (UKZN) support staff retention and career advancement strategy. It aimed at assessing how the UKZN is applying its policies to assist and support employees in advancing in their careers and the ability to retain quality employees. The study looked at the practical application of different UKZN policies, such as the Integrated Talent Management policy and other policies designed to benefit the UKZN and its employees. It also looked at the role of the Humana Resource Department in ensuring that the university applies the policies fairly and equitably. The researcher used quantitative methods to conduct the study. A survey was used to obtain primary data for the study. Deductions were made by comparing the survey and the literature review findings to understand better how the UKZN is applying its policies to retain and assist support staff in advancing their careers. The study results give a complete assessment of UKZN's support staff retention and career progression plan, highlighting its strengths, flaws, the disconnection of the HR department, and opportunities for improvement. The research adds to the current literature on employee retention and career development in higher education institutions, concentrating on support staff jobs. The study offers policy and practical suggestions that may improve the university's efforts to retain and support the career advancement of its support employees by identifying gaps and issues experienced by support staff. Finally, the researcher hopes to contribute to developing successful techniques for supporting and empowering support workers at higher education institutions, guaranteeing a good and inclusive workplace. It will also contribute to the Department of Higher Education and Training’s goal of creating capable, well-educated, and skilled citizens who can compete in a sustainable, diversified, and knowledge-intensive international economy that meets the country’s development goals by reducing bottlenecks in priority professional areas, thereby contributing to the National Development Plan.
Examining the impact of hybrid working practices on employees and organisational culture.
(2023) Ngubelanga, Thembisa Precious.; Tefera, Orthodox.
The impact of hybrid working practices on employees and organisational culture had become a pressing concern for organisations in the wake of the COVID-19 pandemic. This research aimed to examine the implications of hybrid working on employee behaviour and organisational culture, particularly within the context of a South African university's Professional Services. The study employed a quantitative research design with a pragmatic worldview, focusing on understanding how employees had adjusted to the new work model and quantifying the impact on productivity, job satisfaction, engagement, and leadership practices. The literature review delved into organisational culture theories, such as Schein's model, to better define and comprehend the components that shape an organisation's culture. Additionally, the study drew on Maslow's Hierarchy of Needs to explore how hybrid working may satisfy different employee needs and influence motivation levels. Previous research showed that hybrid working had both positive and negative impacts on organisational culture, with increased flexibility and improved work-life balance as potential positives, while reduced face-to-face interaction and communication challenges hindered culture cohesion. The research methodology involved pragmatism looking at a sample of 118 employees in the university's Professional Services who had experienced hybrid working. Data was collected through questionnaires administered via school notices to gauge the correlation between hybrid work structure and organisational culture. The outcome of the research showed that hybrid working certainly does have an impact on organisational culture. While this is a complex topic in that, it is dependent on an organisation and its readiness for hybrid work set ups, that is what determines the impact on culture. Factors affecting hybrid work were identified and were very much in line with the secondary research. As new work structures continue to emerge, this study highlights the importance of understanding the implications of hybrid working on employee well-being and organisational culture from a South African perspective.
Investigating the challenges of the Chris Hani District Municipality’s water sector value chain.
(2024) Twalo, Thembinkosi Gladden.; Chummun, Bibi Zaheenah.
This study aimed to investigate the water sector value chain as it relates to a specific location, that is, the Chris Hani District Municipality (CHDM). The local municipalities under the CHDM handed over their water services provision function to CHDM, whose role in the water value chain includes water abstraction, pumping, purification, and distribution. The study employed qualitative research techniques for the purpose of delving deeper into the issues and for formulating a water provision model that is informed by a variety of viewpoints from stakeholders who are well-informed about the sector. Qualitative methods included analysis of relevant literature and semi-structured interviews with sampled participants in the value chain. The qualitative nature of the study enabled deeper engagement with each of the 10 sampled participants in this study. They included three CHDM officials and seven consumers from the local municipalities under CHDM. The results show that there is continuation of the non-payment culture by some water consumers due to the high cost of living, poor affordability due to high unemployment rate, and municipal billing challenges. Most of the respondents were of the view that consumers should pay for the water; affording consumers should pay and the indigent should be subsidised by the government. The positive contribution by some consumers towards service delivery is commendable as they claim to pay their municipal bills, report water leakages or pipe bursts, and use water wisely. Some respondents suggested that bulk water supply should be upgraded, dilapidated infrastructure should be replaced, revenue collection should be improved and there should be ringfenced revenue for the provision of water services.
An assessment of the staffing challenges faced by eThekwini district healthcare workers during the Coronavirus pandemic period.
(2023) Mkhize, Siphesihle Rudolph.; Mutambara, Emmanuel.
Staffing is one of the important managerial functions in an organisation, and the other managerial functions revolve around staffing, especially in the healthcare sector. Staffing involves human capital management and knowledge management, and it is not merely recruiting, performance appraisal, promotion, and inter-departmental transfers. The disruptions that the coronavirus pandemic brought were not limited to the national governments, but also at the provincial, local, and regional levels of government were affected. This study assessed the staffing challenges faced by the eThekwini district healthcare workers in South Africa during the coronavirus pandemic period and the study objectives were, to make an assessment on the level of coronavirus pandemic related staffing challenges, to make an assessment on management’s response to coronavirus pandemic related staffing challenges in the eThekwini district health system, and to determine the extent to which healthcare workers were affected by coronavirus pandemic in the eThekwini district. The study aimed to assess the staffing challenges that the eThekwini healthcare personnel faced and the eThekwini health district managers’ response these challenges during the initial and latter waves of Covid-19 infections in South Africa. The researcher used qualitative descriptive phenomenal study design, and the nonprobability purposive sampling was done on the study population of twenty healthcare workers and healthcare managers at Osindisweni hospital, Prince Mshiyeni Memorial hospital, and Inkosi Albert Luthuli hospital. Data collection was obtained through interviews, and triangulation was done using different technologies in data collection. The challenges that the eThekwini district healthcare workers experienced were not limited to the coronavirus infections complications such as covid pneumonia and death, but also psychological sequelae and burnout. The study showed the coronavirus pandemic impacted human capital and human capital management due to staff shortages, affecting healthcare services delivery. The study indicated that there was healthcare workers neglect and lack of support from the higher echelon’s structures. The study showed the crisis leadership gap, the need for the government to invest in leadership training, bolster human capital management skills and adequate employee assistance programmes. More research on the coronavirus vaccine effectiveness is needed.
Investigating strategies to improve employee job satisfaction in the University of KwaZulu-Natal College of Health Sciences.
(2024) Phewa, Suke.; Chummun, Bibi Zaheenah.
Employee job satisfaction is a crucial factor in promoting organisational success and overall well-being. This study aimed to investigate strategies for enhancing job satisfaction within the UKZN College of Health Sciences. Through a comprehensive review of literature and empirical research, this study identifies key determinants of job satisfaction and explores effective approaches for its improvement. Despite dedication of the UKZN College of Health Sciences to excellence, there can be issues with employee job satisfaction that need to be resolved. Employee morale, productivity and retention may be affected by the demanding nature of the healthcare and academic sectors as well as certain administrative challenges. According to preliminary research, supportive leadership, opportunities for skills development, work-life balance, recognition, and meaningful involvement are all important elements that have a great impact on how happy individuals are at work at the College of Health Sciences. These results suggest that implementing leadership development programs, creating clear career development pathways, encouraging flexible work arrangements, implementing recognition and reward systems, and fostering an environment of open communication and employee involvement are all potential ways to increase job satisfaction. A wider sample size of 132 employees received quantitative questionnaires using an online link called Forms, guaranteeing diversified representation across jobs and departments. A total of 42 questionnaires were returned. Validated scales that measure many aspects of job satisfaction, including leadership, work environment, recognition and career growth were included in the surveys. To find correlations, trends, and overall job satisfaction levels, statistical software was used to collect and evaluate quantitative data. The study's findings give significant insights into the elements impacting on job satisfaction at the UKZN College of Health Sciences, as well as practical recommendations for improving employee well-being and organisational success at the college. Among the discoveries, balancing challenging academic tasks with personal life emerged as a major element determining job happiness, promoting worklife balance, and providing remote employment or flexible hours.
Analyzing the effectiveness of performance management in Dr Pixley Ka Isaka Seme Local Municipality.
(2023) Manzi, Priscilla.; Majola, Priscilla Xoliswa.
This study investigated the effectiveness of performance management in Dr Pixley Ka Isaka Seme Local Municipality. The performance management strategies used by South African municipalities have not received much attention and studies tended to concentrate on the corporate level rather than the person level. The study investigated the impact of performance management within the Municipality. Qualitative methodology was employed and the research design was exploratory in nature. Semi-structured interviews with 15 participants from five sections in Dr Pixley Ka Isaka Seme Local Municipality were conducted as part of the study. A thematic content analysis was used to investigate the themes emerging from the data. The themes that were discovered were then analysed to draw meaningful results. The main findings of the study revealed that the current performance management system of the Municipality is dysfunctional as it only seems to be working only for leaders and senior managers. It was also revealed that there is a lack of formal and consistent performance management systems, rewards and recognition policies are skewed towards top management, and there is no constructive communication between the leaders and junior employees. As a result, junior employees are no longer motivated to work and they suggested that the current biased performance management system be dispelled. Based on these findings, the following recommendations were made: A performance management policy framework needs to be implemented, incentivising high performing employees, enforcing policies around performance management systems and communication between managers and employees.
Enhancing the sustainability of Tongaat Hulett Sugar through assessing logistics costs, sugar taxes, and tariffs.
(2023) Buthelezi, Philani Blessing.; Chasomeris, Mihalis Georgiou.
Globally, sugar-producing companies have been faced with rising production costs in recent years. The majority of these costs are related to logistics costs, sugar taxes, and import tariffs. The association of sugar with health problems like diabetes and obesity has compelled governments including South Africa to impose taxes to manage the supply and intake of sugar. Moreover, the South African government imposed no import tariffs on sugar to improve the supply of sugar. As a result, sugar from countries like India, Brazil, and Swaziland has flooded the local market creating uneven competition for local producers. This has negatively affected the revenue, market share, and success of local companies like Tongaat Hulett Sugar. Against this backdrop, this study investigated how logistic costs, sugar tax, and tariffs influence the sustainability of Tongaat Hulett Sugar. The study utilised a qualitative explorative research method design to collect data. Upon investigation it was established that Tongaat Hulett Sugar utilizes different companies providing logistics services which means they have to absorb all the overhead costs from different logistics providers. It is important to have a logistic strategic partner who will have a greater understanding of the business. This helps companies partnering to collaborate in seeking innovative methods that provide competitive advantage thus handling logistics rising costs. The Master Sugar Plan played a critical role in addressing the issue of high imports. Since the introduction of The Sugar Master Plan, import duties and tariffs have significantly increased, decreasing the number of sugars imported. TPNA can also play a crucial role in helping Tongaat Hulett Sugar and other sugar-producing companies by imposing lesser charges when exporting sugar globally. This will increase their revenue stream consequently allowing them to reinvest in improving their processes making them more efficient making them more sustainable. Introducing the sugar tax led to job losses in the sugar market. The introduction of The Sugar Master Plan will address this element. They need to be more transparent about the revenue collected from the sugar tax. This tax portion of the tax collected should be invested in research and development that will improve the production processes and come up with more healthier options that can be substituted for sugar, opening other streams of revenue for Tongaat Hulett Sugar and other sugar-producing companies.

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